Page 61 - Tata Steel One Report 2024-Eng-Ebook HY

Business Operation and Performance Driving Business Towards Sustainability Corporate Governance Policy Financial Statements Attachments
Labour Relations Management
Respect for Human Rights and Fair Practices for Employees
The Company has determined the Human Rights Policy which states how the Company treats various groups of stakeholders. The Human Rights Policy appears on the Company’s website. The Company is aware that human rights are fundamental rights, and freedom that individuals should have, covering communities as well as value-chain partners. Respect for human rights is an important principle defined in the Tata Code of Conduct (“TCoC”) which represents the organization’s values and important principles underlying the conduct of the Company. The Company organizes TCoC training to all employees since the first day of their employment. TCoC is reiterated through public relations media, TCoC re-training course for employees and notified to partners and stakeholders. The Company is committed that all employees, business partners and contractors adhere to the same principles and give importance to the implementation of human rights to be a guideline in all aspects. Also, the Company has policies against the employment of child labor and forced labor in any form.
All employees will be treated with dignity and respect for which the Company has created a conductive work environment and respect for individual privacy. The Company does not tolerate any form of harassment whether sexual, physical, verbal or psychological. The Company is not against setting up of labor union and is ready to accommodate with compliance to all relevant laws. For instance, the erstwhile labor union in SCSC Plant has now changed to be in the form of Employee Committee to discuss issues with the management. The Company has appointed Women Committees at each plant and at head office to encourage, support and take care of women employees including subcontractors to be treated in accordance with Tata Code of Conduct properly, completely and stringently.
The principle of equal opportunity employment focuses on recruitment and selection of capable employees who are intelligent and ethical to work with the Company. The recruitment of new employees or for internal selections focus on merit system and use various selection tools to ensure that appropriate persons are selected through
an interview committee based on their technical and behavioral competencies and fit with the organization culture. The Company does not unfairly discriminate on any grounds, including race, caste, religion, color, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, disability or any other category protected by applicable law. This includes hiring employees from local and nearby provinces, hiring differently abled persons as well as providing appropriate facilities, welfare, proper workspace and safety equipment, hiring alien workers in compliance with Thai labor law by providing safety measures, group accident insurance, annual health check-up same as Thai employees and basic utilities for alien workers.
The Company has not employed any government officers since the establishment of the Company.
In order to ensure fairness to all employees, the Company has Human Resources Committees, comprising senior management and management from various Divisions and Departments to consider, approve, give comments and suggestions regarding Human Resources Management covering employees at all levels without discrimination. A Welfare Committee is established by selecting from employees’ representatives to be involved in welfare management for the employees to truly meet their needs.
The Company has no lay-off policy. In case there is any need for manpower rationalisation, the Company allocates the excess employees to other units within TSTH Group or assigns to work replacing the contractors or arranges additional training for employees to be able to perform other tasks.
To address and mitigate any Human Rights risk, the Company has determined the guidelines for managing such risks by assigning the Internal Audit function as the audit operator and designated to be a part of the Committees’ responsibilities in various fields, such as Human Resources Committee; (in terms of fair treatment of labor), Apex Safety Council (in terms of safety, working conditions). There has not been any incidence of Human Rights concern in the past 5 financial years.
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